Medical Social Worker - PRN Status (Multiple Openings) - Bronson Methodist Hospital Up to $500 Sign-on Bonus Available!

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• acute care environment Physical Demands Regular standing, walking, talking, and hearing. Occasional sitting and use of hands for documentation. Ability to lift/move up to 10 pounds occasionally. Requires close and distance vision with the ability to adjust focus.
• Learn more: clinical physical demands Interpersonal Requirements The role requires strong communication and relationship‑building skills, including: Verbal and written communication Problem‑solving and critical thinking Advocacy, crisis intervention, and empathy Motivational interviewing
• Negotiation and conflict resolution
• Regular communication occurs with:
• Internal teams: physicians, interdisciplinary staff, finance, management
• External stakeholders: patients, families, third‑party payers, community agencies Essential

Duties & Responsibilities

Hospital Operations & Coverage Work variable shifts (1st, 2nd, 3rd; 8‑ or 12‑hour), including holidays and weekends. Respond to call downs and support acute care codes (trauma, stroke, AMI, Code Blue). Cover multiple units (ICU, med/surg, specialty units) and prioritize based on acuity.

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• acute care workflow Crisis Intervention & Safety Communicate effectively with distressed individuals under adverse conditions. Collaborate with security, Risk, nursing, and police to reduce workplace violence. Assist with crisis de‑escalation and behavior plans. Support cases involving violent injuries to reduce risk to patients, staff, and community.
• Learn more: crisis intervention Clinical Assessment & Mental Health Expertise Utilize empathy, crisis assessment, and counseling techniques. Assess social/emotional needs of patients, families, and staff. Demonstrate advanced knowledge of mental health, suicide risk, and DSM‑V criteria. Complete mental health assessments and coordinate with Psychiatry Consult services. Facilitate psychiatric transfers or develop safe discharge plans.

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• mental health assessment Care Coordination & Discharge Planning Identify when complex care meetings are needed and escalate appropriately. Develop creative interventions when placement options are limited. Collaborate with multidisciplinary teams (psych, child life, nursing, PT, etc.). Make referrals to community agencies and specialists. Ensure safe discharge planning with appropriate follow‑up resources.
• Learn more: discharge planning Legal & Ethical Responsibilities Complete legal paperwork for involuntary psychiatric hospitalization and guardianship. Collaborate with hospital attorneys and testify when required.

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• legal responsibilities Documentation & Compliance Document all cases in the EMR accurately and promptly. Participate in policy, procedure, and protocol development. Maintain required competencies, in‑services, and professional development. Support departmental quality improvement and a positive team environment. Assist with orientation of new MSW hires when assigned.
• Learn more: clinical documentation Customer Service Demonstrate commitment to Bronson’s mission, values, and customer service standards.

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• customer service standards QUALIFYING STATEMENT The above duties and responsibilities are intended to describe the general nature and level of the work being performed by employees assigned to this job. They are not an exhaustive list of all duties and responsibilities associated it. To fully perform this job successfully, an individual must meet the minimum qualifications, meet the accompanying physical demands, and be able to work in the described environment. However, reasonable accommodations will be made to hire and/or retain individuals who are qualified under the Americans with Disabilities Act. PERFORMANCE STANDARDS The following are the primary performance categories and competencies, which are used to evaluate each employee in this job. The specific measurements and records of performance are kept within each department/unit. I.
• DOCUMENTATION: Demonstrates the competencies associated with the paperwork or charting aspect of the job. For some jobs, e.g., clerical, this is a major function of the job. For others, e.g., direct patient care jobs, it demonstrates that the employee documents their work appropriately and not how well the work is performed. Data is gathered from charts, notes, paperwork, completed documents, etc. II.
• Judgment/Decision
• MAKING: Demonstrates the ability to evaluate the factors relevant to a situation and make timely decisions that add value to the services provided. Data is gathered from peer review, observation, customer comments/suggestions, etc. III.
• Technical
• SKILLS: Demonstrates competency in the skills or tasks required for the employee’s job. Data is gathered via peer review, observation, chart review, etc. IV.
• TEAMWORK: Demonstrates the competencies necessary for developing and maintaining cooperative relationships with others at all levels of the organization by sharing information, workload responsibilities, decision-making and recognition of others in pursuit of a common purpose. Evidence is gathered via peer review, observation, etc. V.
• PRODUCTIVITY: Demonstrates the ability to achieve the desired work result effectively and efficiently with the minimum of time and resources. Evaluated through peer review, observation, chart review, etc. VI.
• QUALITY
• IMPROVEMENT: Demonstrates competencies necessary for the integration of quality control into the job, department and/or organization-wide improvements. Data is gathered through documented improvement processes. VII.
• Communication
• SKILLS: Demonstrates appropriate communication skills with patients, visitors, coworkers, supervision, physicians, and others. Includes verbal and telephone skills. Data gathered via observation, workshop/presentation evaluation form, written or verbal feedback from customers. VIII.
• Professional
• GROWTH: Participates in a program of self-development and continuous education. This is for all employee mandatory in-services, other in-services, educational activity, and community service as required by the job. Data gathered from sign in sheets and department records. IX.
• Extended
• ROLES: This itemizes extended roles (if any) the employee performs, i.e., charge, preceptor, etc. For each advanced role, a separate competency list is required. X.
• Customer
• SERVICE: Demonstrates adherence to the standards as provided in the Bronson “Commitment to Customer Service”, i.e., Commitment Statements, Quality Service Standards and the Interaction Process which includes the Service Recovery “AAA Action Plan”. Data gathered via observations, customer surveys, and other written and verbal feedback from customers. XI. AGE SPECIFIC (Direct patient care jobs only.): The employee must be able to demonstrate the competencies necessary to provide services appropriate to the age of the population served. Data gathered from observation and department records. Shift Variable Time Type Part time Scheduled Weekly Hours 10 Cost Center 2450 Case Management/Medical Social Work (BMH) Agency Use Policy and Agency Submittal Disclaimer Bronson Healthcare Group and its affiliates (“Bronson”) strictly prohibit the acceptance of unsolicited resumes from individual recruiters or third-party recruiting agencies ("Recruiters") in response to job postings or word of mouth. Unsolicited resumes sent to any employee of Bronson by Recruiters, without both a valid written agreement with Bronson and a direct written request from the Bronson Talent Acquisition Department for a specific job position, will be considered the property of Bronson. Furthermore, no fees will be owed or paid to Recruiters who submit resumes for unsolicited candidates, even if those candidates are hired. This policy applies regardless of whether the Recruiter has a pre-existing agreement with Bronson. Only candidates submitted through a specific written agreement with the Bronson Talent Acquisition Department for a named position are eligible for fee consideration. Please take a moment to watch a brief video highlighting employment with Bronson! Bronson Healthcare is a community-owned, not-for-profit health system that has been serving southwest Michigan since 1900. Today, with a workforce of 9,000 people and 1,500 medical staff members, it is the area’s largest employer and leading healthcare system. Bronson provides care in virtually every specialty and offers a full range of services from primary care to critical care at more than 100 locations. Bronson’s exceptionally high quality standards enable us to do what’s right for our patients and their families. We are empowered as individuals and as teams, to apply our skills and experience so that every patient receives safe, timely and effective treatment. What’s more, our state-of-the-art, technology and evidence-based processes give us the tools we need to deliver the right care, at the right time. By putting each patient and their family at the center of our work, we demonstrate the dignity and respect we have for each individual we serve. This unwavering commitment to serving others combined with our unique healing environment helps make the patient experience here an exceptional one. The excellence and Positivity of our employees and medical staff has contributed to Bronson Healthcare being ranked by Forbes as one of America’s Best-In-State Employers (2022-23), by Newsweek as one of America’s Greatest Workplaces for Women (2023) and by the National Association for Business Resources as one of the 2023 Top 101 Best and Brightest Companies to Work For.